Sexual Violence & Sexual Harrasment Policy

Students and staff are required to report an incident of, or make a complaint about, sexual violence using the below reporting process – 

(a) Reporting Process: Students who wish to report an incident of sexual violence or file a complaint should contact the HR Department by email at hr@citicollege.ca or Dr Nishtha Asrani at (416)-441-2900 and 905-281-1414 The SVRC is the designated official responsible for:

• • Receiving reports and complaints related to sexual violence.
  • Providing information on the options available to the student, including informal resolution, formal complaints, and accessing support services. o Ensuring that the student understands their rights and the processes involved.
  • Coordinating interim measures to protect the safety and well-being of the student during the reporting and investigation process.

Reports can be made in person, by phone, or through an email at hr@citicollege.ca. Students are encouraged to report incidents as soon as possible, but there is no time limit for making a report. 

(b) Protection from Retaliation:

Citi College is committed to protecting individuals who report sexual violence from retaliation. Retaliation against anyone who reports sexual violence, participates in an investigation, or supports a victim is strictly prohibited. Examples of protective measures include:

• No-Contact Orders: Prohibiting the accused from contacting the reporting individual in any form.
• Changes in Academic, or Work Arrangements: Adjusting schedules, duties, or work arrangements to prevent interaction between the parties.
• Monitoring and Follow-Up: Regular check-ins by the investigating team to ensure the reporting individual’s safety and well-being.

Any acts of retaliation should be reported immediately to the investigating team or the HR Office. Retaliation may result in disciplinary action, up to and including suspension or expulsion. 

(c) Investigation:

• • Reports of sexual violence will be investigated by designated officials following procedures that ensure fairness and respect for all parties involved.
  • The investigation process will ensure procedural fairness and may involve interviews with survivor, respondent, and witness(s).
  • Our investigation timeline is a maximum of 30 working days.
  • Individuals may choose not to request an investigation by the career college, and has the right not to participate in any investigation that may occur.

(d) Request for Investigation:

Students who report sexual violence have the option to request an investigation by the college. The decision to investigate will be made based on the wishes of the reporting student, unless there is a compelling reason to proceed without their consent (e.g., if there is a broader risk to the college community).

Students have the right to decline participation in an investigation, and the college will respect their decision. In such cases, the student may still receive support and accommodations.

(e) Investigation Process

If an investigation is initiated, it will proceed as follows:

• Initial Assessment: The HR department will conduct an initial assessment to determine the appropriate steps, including whether an informal resolution is possible or if a formal investigation is required. o Formal Investigation: If a formal investigation is necessary, it will be conducted by trained investigators who are impartial and experienced in handling cases of sexual violence.
• Notice of Investigation: Both the complainant and the respondent will be informed in writing about the investigation, the allegations, and the process.
• Evidence Collection: The investigators will gather relevant evidence, including interviews with the parties involved and any witnesses, review of documentation, and other pertinent information.
• Procedural Fairness: The investigation will adhere to principles of procedural fairness, ensuring that both parties have an opportunity to present their case, respond to evidence, and receive updates on the investigation’s progress.
• Support Person: Both the complainant and the respondent have the right to have a support person present during all stages of the investigation.

(f) Confidentiality

Maintaining  confidentiality is  paramount  throughout  the reporting, investigation, and resolution processes. Citi College is committed to:

• Protecting Personal Information: The identities of the complainant, their background etc. and the same of respondent, and any witnesses will be kept confidential to the extent possible, with information shared only on a need-to-know basis.
• Secure Handling of Records: All records related to sexual violence reports and investigations will be securely stored and access restricted to authorized personnel.
• Anonymity: In certain cases, students may report incidents anonymously. While this may limit the college’s ability to investigate, the option is available for those who prefer it.
• Right to Have a Support Person Present: Citi College recognizes the importance of procedural fairness and the need for support during investigations and decision-making processes. Therefore, any party involved in an internal investigation or decision-making procedure has the right to request the presence of a support person. This support person can be a colleague, a union representative, or even an attorney.
  • Request for a Support Person: Any party (complainant, respondent, or witness) may request to have a support person present during interviews, meetings, or other stages of the process. The request should be made in writing or verbally, and the college will make reasonable efforts to accommodate it.
  • Support Person’s Role: The support person is there to provide emotional support, guidance, and assistance. They may not actively participate in the proceedings but can take notes and offer advice to the party they are supporting.
  • Employer’s Decision: Citi College reserves the right to approve or deny the request for a support person. Denial should be based on reasonable grounds (e.g., undue delay, safety, disruption, or interference with the process).
  • Privacy: The support person must maintain secrecy regarding the proceedings. They cannot disclose sensitive information related to the case.

Note: This right applies to both survivor and respondents, ensuring a fair and balanced process.

• Irrelevant Questions Prohibited:
  • Survivor who reports incidents, make complaints, or seek support related to sexual violence will not be asked irrelevant questions during the investigation process.
  • Irrelevant questions include those concerning sexual expression or past sexual history.
  • Focus on Relevant Information: Investigators and college staff will focus solely on relevant details necessary for the investigation. The privacy and dignity of the survivor will be respected throughout the process.